Individual mentoring and participation in mentoring programs are becoming increasingly popular forms of development for change management professionals, including project, program, and portfolio managers.
How can mentoring goals be measured? And can mentoring goals actually be measurable at all?
Please share your thoughts and experiences. What goals would you like to achieve during your mentoring journey, and how would you measure their accomplishment?
I believe mentoring success should be measured on two levels: outcomes and transformation. Some goals are relatively easy to measure—achieving a certification, obtaining a new role, improving stakeholder management, expanding a professional network, or completing a development plan. These provide useful indicators of progress.
However, the most meaningful outcomes are often qualitative. Greater confidence in decision-making, improved leadership, better communication, stronger critical thinking, or the ability to navigate difficult situations are changes that can have a lasting impact on a professional career.
For me, a successful mentoring relationship is one where, by the end of the journey, the mentee no longer depends on the mentor but has developed the confidence, mindset, and tools to continue growing independently. That's when mentoring has truly achieved its purpose.
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1 reply by Anna Herer
Sep 08, 2026 1:56 PM
Anna Herer
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Thank you for sharing this perspective, Luis. I really appreciate the distinction you make between outcomes and transformation.
Perhaps one of the strongest indicators of mentoring success is when the mentee no longer needs the mentor in the same way. When someone leaves the relationship more self-aware, better equipped to make decisions, navigate challenges, and continue their own development, that is a truly powerful measure of success.
I believe mentoring success should be measured on two levels: outcomes and transformation. Some goals are relatively easy to measure—achieving a certification, obtaining a new role, improving stakeholder management, expanding a professional network, or completing a development plan. These provide useful indicators of progress.
However, the most meaningful outcomes are often qualitative. Greater confidence in decision-making, improved leadership, better communication, stronger critical thinking, or the ability to navigate difficult situations are changes that can have a lasting impact on a professional career.
For me, a successful mentoring relationship is one where, by the end of the journey, the mentee no longer depends on the mentor but has developed the confidence, mindset, and tools to continue growing independently. That's when mentoring has truly achieved its purpose.
Thank you for sharing this perspective, Luis. I really appreciate the distinction you make between outcomes and transformation.
Perhaps one of the strongest indicators of mentoring success is when the mentee no longer needs the mentor in the same way. When someone leaves the relationship more self-aware, better equipped to make decisions, navigate challenges, and continue their own development, that is a truly powerful measure of success. Saving Changes...
Anna Herer The goal of successful mentorship is to provide the mentee with enough resources and insight to succeed after the mentorship ends. The mentee must be able to think clearly, make good decisions, and trust their own judgment without needing to ask for help. Thanks for asking this question. Saving Changes...
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